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Introduction to DEIB - DEIB stands for diversity, equity, inclusion, and belonging. It's a philosophy and set of practices that is always evolving. In business, DEIB is important in creating a culture of acceptance needed to succeed.

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Historical context of DEIB - In the 1960s, social movements and legal changes were completely reshaping things within the corporate world. In this context, the origins of DEIB date back to the mid-1960s.

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Benefits of DEIB -

When DEIB is done correctly, organizations and companies have seen the following: an increase in innovation, better creative problem-solving, and increased financial performance.

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Defining diversity -

Diversity means having a workforce that includes different backgrounds, national origins, genders, socioeconomic statuses, and cultures. This can also include differing educational backgrounds and work experiences.

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Benefits of a diverse workforce - Diverse workplaces are essential, as they bring varied perspectives and thereby foster creativity and innovation. Diversity enhances problem-solving and leads to better, more well-developed decision-making in professional settings.

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Understanding equity - Professional equity is about making sure all employees can access the same opportunities and resources, and receive the same treatment. Skills, knowledge, and abilities are what make a difference in equitable workspaces, not characteristics.

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The importance of inclusion - Inclusion is the culture where workers can come to their jobs and feel not only comfortable but also confident to be themselves and work in a way that suits them and delivers business needs. Feeling welcomed, respected, and valued are key indicators of inclusion.

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The concept of belonging -

Belonging is a sense that you can bring your full, unique self to work and feel safe doing so. It includes everyday experiences and shows that someone is accepted and truly appreciated.

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Impact of DEIB on mental health and well-being -

DEIB helps promote psychological safety or an environment where employees feel embraced and respected. Feeling this way has a huge, positive impact on mental well-being, as individuals feel they can express themselves without judgment or unfair treatment.

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Promoting DEIB in the workplace: Hiring practices -

Make sure hiring managers and recruiters are looking at talent from all backgrounds. If degrees and expensive certifications aren’t truly necessary to perform the role, don’t list them, as they are barriers to entry for many.

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Employee groups - People are made of both their ‘work self’ and ‘home self,’ but there’s no real way to separate the two. Creating groups that celebrate people will help them feel seen. For example, LGBTQ groups or women in engineering groups.

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Inclusive leadership - Leaders are usually the individuals who set the pace for the organization and are the face of a company. Having diversity represented in leadership helps younger colleagues picture themselves in these roles and inspires them to achieve greater things.

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Transparency -

Leaders shouldn't try to build DEIB efforts on their own; it should be a collaborative, team effort. Managers and colleagues should hold regular feedback meetings and provide a safe space to address any concerns.

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Allyship -

Some people might avoid getting involved in DEIB because they think these are solely political issues. However, DEIB is about human rights. Building safe environments means everyone standing up for one another, even if it isn’t apparent how it directly impacts you.

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Vulnerability -

A workforce built on DEIB principles takes vulnerability. A reminder: engage people who maybe don't speak up as much, in order to avoid groupthink or a conversation becoming too homogenous.

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DEIB research -

It has been proven that employees are happier, healthier, stay longer, and produce better results when they feel respected and valued. DEIB helps build this trust within organizations.

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Cultural competence in the workplace - Understanding people and interacting with them effectively, specifically with respect to their cultures, helps foster respect and open-mindedness.

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Inclusive communication practices - Practicing inclusive communication involves ensuring that workplace communication is accessible, respectful, and acknowledges the diverse backgrounds of employees. This ultimately helps foster a culture of mutual respect and understanding.

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DEIB metrics and accountability - Measuring the success of DEIB initiatives typically involves tracking things like representation, employee satisfaction, and engagement metrics. These metrics help hold leaders and teams accountable for progress.

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Intersectionality in DEIB -

Understanding intersectionality in DEIB means recognizing how overlapping social identities, such as race, gender, and sexual orientation, affect experiences of privilege within the workplace.

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Remote work and DEIB - Remote work can present challenges and opportunities for DEIB. It requires distinct strategies to maintain accessibility, an inclusive culture, and equity in remote settings to ensure all employees feel connected and valued.

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Creating safe spaces -

Creating safe spaces in the workplace allows employees to share their experiences and concerns without fear of judgment or retaliation, ensuring both psychological and physical safety.

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Economic impact of DEIB -

DEIB initiatives can positively influence a company's financial performance. It can enhance market share, foster innovation, and increase customer satisfaction through a more inclusive and diverse workforce.

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Legislation and DEIB compliance - Understanding relevant laws and regulations, such as equal employment opportunity laws and affirmative action policies, is crucial for governing DEIB practices and ensuring legal compliance in different regions.

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Community engagement and corporate social responsibility (CSR) -

Extending DEIB efforts beyond the workplace through community engagement and CSR initiatives helps companies positively impact the communities they serve, including partnerships with diverse suppliers and local programs.

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Statistics about DEIB - According to Deloitte studies, DEIB initiatives lead to the following results: a 56% increase in job performance as well as a 50% reduction in turnover risk. This means that not only are employees doing better, they are leaving less, thereby boosting profits for businesses.

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Statistics about DEIB -

Additionally, DEIB efforts have resulted in an incredible 167% increase in the Employee Net Promoter Score (eNPS) and a 75% decrease in sick days. Employees who feel seen, valued, and respected show up more and are happier when they do.

Sources: (Collective Health) (Deloitte) (LinkedIn) (BetterUp)

See also: Using self-discovery to uncover your ideal career

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